EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT
|
|
- Brittany Parker
- 7 years ago
- Views:
Transcription
1 EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT EMPLOYEE ENTITLEMENT An eligible employee may take up to twelve weeks (26 weeks to care for a covered servicemember with a serious injury or illness under (e) below) of Family and Medical Leave during each 12-month period for which eligibility criteria have been met. The initial 12-month period is measured back from the date the employee first takes FMLA leave. Family and Medical Leave shall be granted for (a) the birth or placement of a child for adoption or foster care; (b) for the care of an immediate family member (child, spouse, or parent) with a serious health condition; (c) when an employee is unable to perform the functions of his or her position due to a serious health condition; (d) because of a qualifying exigency arising out of the fact that a family member (child, spouse, or parent) is a member of the Reserves or the regular Armed Forces and is deployed to a foreign country on covered active duty; or (e) for the care of an immediate family member (child, spouse, parent, or next of kin) who is a covered service-member with a serious injury or illness. For leave taken for the birth or placement of a child for adoption or foster care, entitlement expires at the end of the twelve-month period following the date of the birth or adoption placement. EMPLOYEE ELIGIBILITY To be eligible for FMLA benefits, an Eastern Illinois University employee must: (1) have worked for Eastern Illinois University for at least twelve months; and (2) have worked at least 1,250 hours of service during the previous twelve months. SERIOUS HEALTH CONDITION Serious health condition means an illness, injury, impairment, or physical or mental condition that involves: any period of incapacity or treatment connected with inpatient care (i.e., an overnight stay) in a hospital, hospice, or residential medical facility; any period of incapacity requiring absence of more than three full consecutive calendar days from work, school, or other regular daily activities that also involves continuing treatment (or under the supervision of) a health care provider; any continuing treatment by (or under the supervision of) a health care provider for a chronic or long-term health condition that is incurable or so serious that, if not treated, would likely result in a period of incapacity of more than three calendar days; prenatal care; or an injury or illness incurred by a covered service-member: (a) in the line of duty on covered active duty in the Armed Forces (or existed before the beginning of the member s active duty and was aggravated by service in the line of duty on active duty in the Armed Forces); and (b) that may render the service-member medically unfit to perform the duties of the service-member s office, grade, rank, or rating. In the case of a veteran, this injury or illness could have manifested itself before or after the member became a veteran. MEDICAL CERTIFICATION Certification issued by the employee's or the family member's health care provider is required to support a request for Family and Medical Leave due to a serious health condition (see Medical Certification forms). Requests for paid leaves shall be in accordance with the University's sick leave/vacation policies. Departments may require employees to provide the opinion of a second health care provider designated or approved by the University, but not employed by the University. The opinion of a third provider may be required when there are differing opinions. The opinion of the third provider shall be considered final and shall be binding on the University and employee. Any expenses associated with obtaining second and third opinions shall be the responsibility of the employing department.
2 CERTIFICATION OF QUALIFYING EXIGENCY FOR MILITARY FAMILY LEAVE Certification issued by the employee is required for an employee seeking FMLA leave due to a qualifying exigency. A complete and sufficient certification to support a request for FMLA leave due to a qualifying exigency includes written documentation confirming a covered military member s covered active duty or call to covered active duty status. RETURN FROM FAMILY AND MEDICAL LEAVE The University requires an employee to obtain a statement from a health care provider that he/she is able to resume work. Employee is expected to contact supervisor as soon as possible to coordinate anticipated date of return. A staff employee who has been absent for Family and Medical Leave shall be restored to the position of employment held by the employee when the leave commenced; or an equivalent position with equivalent employment benefits, pay, and other terms and conditions of employment. USE OF PAID AND UNPAID LEAVE Birth or Placement of a Child for Adoption or Foster Care: The University will apply accrued paid leave benefits concurrently with FMLA leave. Any portion of the FMLA period for which accrued leave is not applied shall be without pay. Serious Health Condition, Family Member or Employee: The University will apply accrued paid leave benefits concurrently with FMLA leave. For care of a spouse, child, or parent with a serious health condition or because of an employee s own serious health condition, the leave is provided under the University Sick Leave and the campus Academic sick leave policies. If an employee s sick leave is exhausted, the university will apply other accrued leave (i.e.: Comp Time and Vacation) to ensure continuance in pay status during the FMLA period. Any portion of the FMLA period that extends past the exhaustion of compensable leave benefits will be without pay. In addition, employees with a serious health condition, who exhaust their accrued sick leave balances, may be eligible to receive disability benefits through SURS. Employees may request an APPLICATION FOR DISABILITY BENEFITS from the campus Benefits office when their leave is anticipated to be greater than 60 days. Any portion of the FMLA period for which accrued vacation, sick leave, or disability benefits are not applied shall be without pay. INSURANCE COVERAGE AND RETIREMENT CONTRIBUTIONS DURING UNPAID LEAVE Coverage of group health and dental insurance shall be continued by the University at the same level that coverage would have been provided if the employee had remained in continuous employment. Employees are responsible for paying the employee-paid portion of any insurance premiums presently paid by payroll deduction. If the employee does not make required payments during the leave period, the CMS-Group Insurance Division (GID) will terminate the member s coverage the first day of the current month. These members are ineligible to continue coverage under COBRA and will not receive a COBRA notification letter (eligible or ineligible). CMS will take action to collect all outstanding premium(s), which may include involuntary withholding. Employees are encouraged to contact the Benefits Office for information on changes in status and to arrange for billing prior to their last day of work. Employees pay the entire premium plus a 2% administrative fee for COBRA coverage. Central Management Services (CMS) mails monthly billing statements to the employee's home address on or about the tenth of each month. Bills for the current month are due by the twenty-fifth of that month and are paid to CMS. Individuals electing COBRA coverage have 45 days from the date coverage is elected to pay currently due premiums. Failure to submit payment by the due date terminates COBRA rights. The University may recover any premiums paid for maintaining coverage for the employee if the employee fails to return from Family and Medical Leave for a reason other than continuation, recurrence, onset of a serious health condition (employee or family), or other circumstances beyond the control of the employee. Certification of such conditions may be required by the University. To determine the effect of Family and Medical Leave on the accumulation of service time for retirement and to assure continuation of contributions, the employee should contact SURS at ASK-SURS ( ).
3 Eastern Illinois University FAMILY AND MEDICAL LEAVE FORM Effective August 5, 1993, Eastern Illinois University implemented the Family and Medical Leave Policy in compliance with the federal Family and Medical Leave Act (FMLA) of 1993 and amended the policy in 2009 due to regulation revisions effective January 16, Such leaves shall be granted to eligible employees (a) for the birth or adoption of a child; (b) for the care of a child, spouse, or parent who has a serious health condition; (c) when an employee is unable to perform the function of his or her position due to a serious health condition; (d) because of a qualifying exigency arising out of the fact that a family member (child, spouse, or parent) is on covered active duty or call to covered active duty status as a member of the Reserves or the regular Armed Forces; or (e) for the care of an immediate family member (child, spouse, parent, or next of kin) who is a covered servicemember with a serious injury or illness. FMLA leaves are granted by the Human Resource Department. Eligible employees are entitled to up to twelve workweeks (26 weeks to care for a covered service-member with a serious injury or illness) of unpaid family and medical leave during each twelve-month period for which eligibility criteria have been met. The University will apply accrued paid leave benefits concurrently with FMLA leave, in accordance with the University Sick Leave and the campus Academic sick leave policies. If an employee s sick leave is exhausted, the university will apply other accrued leave (i.e.: Comp Time and Vacation) to ensure continuance in pay status during the FMLA period. Any portion of the FMLA period that extends past the exhaustion of compensable leave benefits will be without pay. If foreseeable, requests for Family and Medical Leave should be made at least thirty days in advance of the leave or as soon as practicable. If the need for leave is not foreseeable, requests should be made within two business days of learning of the need for leave.
4 PAGE LEFT BLANK INTENTIONALLY
5 EMPLOYEE SECTION Return to EIU Benefits Office, 2031 Old Main Fax: Employee Name: E-Number: Address/City/State/Zip: Home Phone: Office Phone: Department/Unit: Title: Supervisor Name: REASON FOR LEAVE Supervisor s Name: Serious illness of employee (Medical Certification is required) Serious illness of spouse, child or parent (Medical Certification is required) Name of individual: Relationship: Birth of a child Placement of a child with employee for adoption or foster care (attach legal confirmation) Anticipated date of delivery, adoption or placement: Qualifying exigency for spouse, child, or parent on covered active duty or call to covered active duty. (Certification of Qualifying Exigency for Military Family Leave is required) Name of individual: Relationship: Serious illness or injury of a covered service-member (spouse, child, parent, or next of kin) (Medical Certification is Required) Name of individual: Relationship: Please specify current work schedule: 37.5 hours or 40 hours Day MON TUES WED THUR FRI SAT SUN Hours The University will apply accrued paid leave benefits concurrently with FMLA leave, in accordance with the University Sick Leave and the campus Academic sick leave policies. If an employee s sick leave is exhausted, the university will apply other accrued leave (i.e.: Comp Time and Vacation) to ensure continuance in pay status during the FMLA period. Any portion of the FMLA period that extends past the exhaustion of compensable leave benefits will be without pay. LEAVE WILL BE TAKEN AS (check one): EXPECTED DURATION a block of time from to (month/day/year) (month/day/year) intermittently (e.g., separate blocks of time due to single illness) (please describe on separate sheet) temporarily reduced work schedule (please describe on separate sheet) I have read the Employee Rights and Obligations Under FMLA attached and understand all my rights and obligations under this policy. I also understand that any leave taken as designated FMLA leave (paid and/or unpaid) counts toward my FMLA leave entitlement. Employee Signature Date
6 TO BE COMPLETED BY HUMAN REOURCE DEPARTMENT (SEE EMPLOYEE RIGHTS AND RESPONSIBILITIES) Employee Name E-Number: 1. Has the employee worked for the employer for at least 12 months? Yes No (If no, the employee is not eligible for FMLA.) 2. Has the employee worked 1250 hours during the previous 12 months? Yes No (If no, the employee is not eligible for FMLA.) hours worked % of employment 3. a. Is the reason for the leave because of the employee s serious health condition? Yes No OR b. Is the reason for the leave because of the employee s parent, child, or spouse s serious health condition? Yes No OR c. Is the reason for the leave because of the birth, adoption, or placement of foster care of a child by the employee? Yes No OR d. Is the reason for the leave because of a qualifying exigency arising out of the fact that a family member (child, spouse, or parent) is on covered active duty or call to covered active duty as a member of the Reserves or the regular Armed Forces? Yes No OR e. Is the reason for the leave because of the serious injury or illness of a covered Service-member? Yes No 4. Does the employee s medical certification (which is required for employee s own or family member s serious health condition, including the serious injury or illness of a covered service-member) support the request for leave? Yes No 5. If requesting qualifying exigency leave for spouse, child, or parent on covered active duty or call to covered active duty, has the appropriate documentation been provided to support the request for leave? Yes No 6. The employee has number of hours of FMLA leave entitlement remaining at the time of this leave request. Based on the answers above, is the employee eligible for FMLA? Yes No If no, state reason. NOTE: FMLA Approval is contingent upon receipt of proper medical-certifying documentation Pending Worker s Compensation Authorized HR Representative copy provided to employee in office Date mailed to employee on Comments:
7 Family and Medical Leave Act CERTIFICATION OF HEALTH CARE PROVIDER FOR EMPLOYEE S SERIOUS HEALTH CONDITION The Genetic Nondiscrimination Act of 2008 (GINA) prohibits employers and other entities covered by GINA Title II from requesting, or requiring, genetic information of an individual or family member of the individual, except as specifically allowed by this law. To comply with this law, we are asking that you not provide any genetic information when responding to this request for medical information. Genetic information, as defined by GINA, includes an individual s family medical history, the results of an individual s or family member s genetic tests, the fact that an individual or an individual s family member sought or received genetic services, and genetic information of a fetus carried by an individual or an individual s family member or an embryo lawfully held by an individual or family member receiving assistive reproductive services. Employee s name: PART A: MEDICAL FACTS 1. a. Approximate date condition commenced: b. Probable duration of condition: c. Was the patient admitted for an overnight stay in a hospital, hospice, or residential medical care facility? No Yes If so, date(s) of admission: d. Date(s) you treated the patient for condition: date(s) of discharge: e. Will the patient need to have treatment visits at least twice per year due to the condition? No Yes f. Was medication, other than over-the-counter medication, prescribed? No Yes g. Was the patient referred to other health care provider(s) for evaluation or treatment (e.g., physical therapist)? No Yes If so, state the nature of such treatments and expected duration of treatment: 2. What is the patient s condition/diagnosis? 3. Describe other relevant medical facts, if any, related to the condition for which the employee seeks leave (such medical facts may include symptoms, or any regimen of continuing treatment such as the use of specialized equipment): Page 1 Revised 12/2012
8 PART B: AMOUNT OF LEAVE NEEDED 4. Will the employee be incapacitated for a single continuous period of time due to his/her medical condition, including any time for treatment and recovery? No Yes If so, estimate the beginning and ending dates for the period of incapacity: 5. a. Will the employee need to attend follow-up treatment appointments or work part-time or on a reduced schedule because of the employee s medical condition? No Yes If so, are the treatments or the reduced number of hours of work medically necessary? No Yes b. Estimate treatment schedule, if any, including the dates of any scheduled appointments and the time required for each appointment, including any recovery period: c. Estimate the part-time or reduced work schedule the employee needs, if any: hour(s) per day; days per week from through _ 6. a. Will the condition cause episodic flare-ups periodically preventing the employee from performing his/her job functions? No Yes b. Is it medically necessary for the employee to be absent from work during the flare-ups? No Yes If so, explain: c. Based upon the patient s medical history and your knowledge of the medical condition, estimate the frequency of flare-ups and the duration of related incapacity that the patient may have over the next 6 months (e.g. 1 episode every 3 months lasting 1-2 days): Frequency: times per week(s) month(s) Duration: hours or days(s) per episode ADDITIONAL INFORMATION. IDENTIFY QUESTION NUMBER WITH YOUR ADDITIONAL ANSWER. Signature of Health Care Provider Printed Name Address Type of Practice Telephone Number Date City, State, Zip Code Page 2 Revised 12/2012 Return completed certification form to Eastern Illinois University, Human Resources Fax:
FMLA: Certification of Health Care Provider for Employee s Serious Health Condition
FMLA: Certification of Health Care Provider for Employee s Serious Health Condition Route this form to: Supervisor/responsible administrator U Wide Form: UM 1515 Rev: Mar 2009 NOTE: Failure to fully complete
More informationCITY OF NORWALK FAMILY AND MEDICAL LEAVE ACT POLICY
CITY OF NORWALK FAMILY AND MEDICAL LEAVE ACT POLICY OVERVIEW The is a "covered" employer under the Federal Family and Medical Leave Act (FMLA or Act) and is subject to all rules and regulations under the
More informationEMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT
EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT Basic Leave Entitlement FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eligible
More informationFor additional information: 1-866-4US-WAGE (1-866-487-9243) TTY: 1-877-889-5627 WWW.WAGEHOUR.DOL.GOV
Basic Leave Entitlement FMLA requires covered employers to provide up to 12 weeks of unpaid, jobprotected leave to eligible employees for the following reasons: For incapacity due to pregnancy, prenatal
More informationFAMILY AND MEDICAL LEAVE ACT (FMLA) POLICY
FAMILY AND MEDICAL LEAVE ACT (FMLA) POLICY Purpose To define policy pursuant to the federal Family and Medical Leave Act for employees of Olympus Corporation of the Americas ( OCA ), Olympus America Inc.
More informationOKLAHOMA CITY UNIVERSITY POLICY THE FAMILY AND MEDICAL LEAVE ACT (FMLA)
OKLAHOMA CITY UNIVERSITY POLICY THE FAMILY AND MEDICAL LEAVE ACT (FMLA) Oklahoma City University provides leaves of absence under the Family and Medical Leave Act of 1993, as amended, to eligible regular
More informationConditional Family Leave Notification
Conditional Family Leave Notification Department of Administration It is State of Alaska policy to invoke family leave for all qualifying conditions. The supervisor or designee is responsible for initially
More informationMEMORANDUM. TO: GRCC Employee FROM: Human Resources SUBJECT: Family Medical Leave Act Information
G R A N D R A P I D S C O M M U N I T Y C O L L E G E TO: GRCC Employee FROM: Human Resources SUBJECT: Family Medical Leave Act Information MEMORANDUM Attached is information on the Family and Medical
More informationWINTHROP UNIVERSITY FAMILY AND MEDICAL LEAVE ACT
WINTHROP UNIVERSITY FAMILY AND MEDICAL LEAVE ACT THIS DOCUMENT IS NOT A CONTRACT BETWEEN EMPLOYEES AND WINTHROP UNIVERSITY, EITHER EXPRESSED OR IMPLIED. THIS DOCUMENT DOES NOT CREATE ANY CONTRACTUAL RIGHTS
More informationFAMILY & MEDICAL LEAVE
FAMILY & MEDICAL LEAVE Employees may be eligible for an unpaid leave of absence under the federal Family Medical Leave Act ("FMLA"), subject to its eligibility requirements and other terms, conditions
More informationFAMILY CARE LEAVE OF ABSENCE REQUEST FORM
FAMILY CARE LEAVE OF ABSENCE REQUEST FORM Section 1: For completion by the Employee The FMLA permits an employer to require that you submit a timely, complete, and sufficient medical certification to support
More informationUNIVERSITY OF HOUSTON SYSTEM ADMINISTRATIVE MEMORANDUM. SECTION: Human Resources NUMBER: 02.D.06
UNIVERSITY OF HOUSTON SYSTEM ADMINISTRATIVE MEMORANDUM SECTION: Human Resources NUMBER: 02.D.06 AREA: SUBJECT: Leave Entitlement Family and Medical Leave 1. PURPOSE The University of Houston System provides
More informationFAMILY AND MEDICAL LEAVE ACT OF 1993
FAMILY AND MEDICAL LEAVE ACT OF 1993 Revised March 8, 2016 Department of HUMAN RESOURCES Division of Administrative Services HUMAN RESOURCES North End Center 300 Turner St. NW Suite 2300 (0318) Blacksburg,
More informationCertification of Health Care Provider for Family Member s Serious Health Condition (Family and Medical Leave Act)
Certification of Health Care Provider for Family Member s Serious Health Condition (Family and Medical Leave Act) Section I: For Completion by the Administrator INSTRUCTIONS to the Administrator: The Family
More informationFAMILY MEDICAL LEAVE ACT (FMLA)
FAMILY MEDICAL LEAVE ACT (FMLA) Source: Federal Law, State of Ohio FMLA Policy Contact: Office of Employee Services FMLA Policy: BASIC LEAVE ENTITLEMENT The Family and Medical Leave Act (FMLA) allows an
More informationU. S. Department of Labor Employment Standards Administration Wage and Hour Division
FMLA/CFRA MED-CERT Certification of Health Care Provider APPENDIX C U. S. Department of Labor Employment Standards Administration Wage and Hour Division (Family and Medical Leave Act of 1993) 1. Employee
More informationBucknell University Family and Medical Leave
Bucknell University Family and Medical Leave In accordance with the Family and Medical leave Act of 1993 (FMLA), eligible staff members may request up to twelve (12) weeks of unpaid, job-protected family
More informationIf you have any questions, concerns, or disputes with this policy, you must contact [insert name and contact info for appropriate person] in writing.
EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE AND THE RIGHTS OR ENTITLEMENTS. THE AGENCY RESERVES THE RIGHT TO REVISE THE CONTENT OF THIS DOCUMENT, IN WHOLE OR IN ORAL, WHICH ARE CONTRARY TO OR INCONSISTENT
More informationFREQUENTLY ASKED QUESTIONS
1/09 FREQUENTLY ASKED QUESTIONS 1. Which employees are eligible for an FMLA qualifying leave? An "eligible employee" is a State employee who: a) Has been employed by the State for at least 12 months, and
More informationFamily and Medical Leave
Family and Medical Leave Application: All positions covered under the Virginia Personnel Act to include full-time and part-time classified, restricted employees, and eligible wage employees. Background
More informationDear Employee, 20-1923 (01-09)
Dear Employee, 20-1923 (01-09) You may be eligible for leave under the Family and Medical Leave Act (FMLA) as described in the attachment, "Employee Rights and Responsibilities Under the Family and Medical
More informationFAMILY & MEDICAL LEAVE ACT (FMLA) Department of State Civil Service HR Program Assistance Division 225 342 8274 Date: April 6 and April 11, 2011
FAMILY & MEDICAL LEAVE ACT (FMLA) Department of State Civil Service HR Program Assistance Division 225 342 8274 Date: April 6 and April 11, 2011 1 INTRODUCTION PURPOSE The purpose of this presentation
More informationQ. Can I use my Short Term Disability (STD) policy concurrent with banked paid time during a FMLA leave?
Changes to the FMLA Administration Process As of January 1, 2016, Milwaukee County is using a new vendor, FMLASource, to administer FMLA leaves for employees. FMLASource offers new resources and a user
More informationCIGNA Leave Solutions
CIGNA Leave Solutions Certification of Health Care Provider for Pregnancy Disability Leave/Employee s Serious Health Condition (Family and Medical Leave Act) Complies with DOL Form WH-380-E Revised January
More informationCERTIFICATION OF HEALTH CARE PROVIDER FAMILY AND MEDICAL LEAVE ACT
OF HEALTH CARE PROVIDER FAMILY AND MEDICAL LEAVE ACT PART A: For Completion by the EMPLOYEE: Please complete all applicable sections of Part A before giving this form to your family member or your/their
More informationSOUTH CAROLINA BUDGET AND CONTROL BOARD FAMILY AND MEDICAL LEAVE ACT POLICY AND PROCEDURE
SOUTH CAROLINA BUDGET AND CONTROL BOARD FAMILY AND MEDICAL LEAVE ACT POLICY AND PROCEDURE THE LANGUAGE USED IN THIS DOCUMENT DOES NOT CREATE AN EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE AND THE AGENCY.
More informationFamily and Medical Leave Act 4510.6
Human Resources Leaves of Absence Family and Medical Leave Act 4510.6 I. Entitlement to Unpaid Leave under the FMLA. A. Grounds for Family/Medical Leave. An eligible employee shall be entitled to a total
More informationEmployees may also be eligible to take up to 26 weeks of leave to care for a covered servicemember during a single 12-month period.
State of Ohio Family and Medical Leave (FMLA) Policy BASIC LEAVE ENTITLEMENT The Family and Medical Leave Act (FMLA) allows an eligible state employee to take up to twelve workweeks of leave per rolling
More informationFMLA Eligibility Requirements
FMLA Eligibility Requirements ELIGIBLE EMPLOYEES An employee who has been employed by the company for 12 months / 52 weeks as of the date the leave commences. During the preceding 12 months / 52 weeks
More informationFamily and Medical Leave Policy (FMLA) Updated May 2015
Family and Medical Leave Policy (FMLA) Updated May 2015 Babson College complies with the Family and Medical Leave Act of 1993 (FMLA), as amended by the National Defense Authorization Act (NDAA) of 2008
More informationa) The employee s eligibility is determined from the date leave begins. b) Military time is credited as if the employee would have been working.
I. Family Medical Leave Act (FMLA) A. Covered Employees 1. All employees, including seasonal, who have been employed for at least 52 weeks with the City and who have worked at least 1,250 hours in the
More informationOSU INSTITUTE OF TECHNOLOGY POLICY & PROCEDURES
Family and Medical Leave Act 3-035 FISCAL SERVICES March 2014 PURPOSE 1.01 The Family and Medical Leave Act of 1993 (FMLA) gives certain job protections to employees when balancing work responsibilities
More informationFAMILY MEDICAL LEAVE- TO CARE FOR A FAMILY MEMBER ACTION ITEMS & INFO
Complete the following action items for a successful continuous or intermittent Family Medical Leave (FML). Action items for intermittent FML follow the Continuous FML/Leave of Absence section. Continuous
More informationDartmouth College Information About the Family and Medical Leave Act
Dartmouth College Information About the Family and Medical Leave Act Frequently Asked Questions The following is a list of your rights and benefits as an eligible FMLA employee: 12 weeks of unpaid FMLA
More informationPlease read this statement before proceeding
Family and Medical Leave FMLA Military Caregiver Leave A policy for administering the Federal Military Caregiver Leave for eligible employees at Portland State University This Policy Covers: The Federal
More informationFamily and Medical Leave Act/California Family Rights Act
Family and Medical Leave Act/California Family Rights Act The Family and Medical Leave Act and California Family Rights Act ( FMLA / CFRA ) provide eligible employees the opportunity to take unpaid, job-protected
More informationBrandeis University Office of Human Resources Benefits Section MS 118 781-736-4468
Brandeis University Office of Human Resources Benefits Section MS 118 781-736-4468 Family and Medical Leave Policy for Faculty Brandeis University has adopted the following leave policy for faculty members
More informationFAMILY MEDICAL LEAVE ACT FAQS Updated November 2013
FAMILY MEDICAL LEAVE ACT FAQS Updated November 2013 Protections Q: What protections does the FMLA provide? A: Up to 12 weeks job protection in a 12 month period and maintains insurance. Q: Do I get to
More informationEXECUTIVE BRANCH AGENCY POLICY SECTION 4: FAMILY AND MEDICAL LEAVE ACT (FMLA) LEAVE
Table of Contents EXECUTIVE BRANCH AGENCY POLICY SECTION 4: FAMILY AND MEDICAL LEAVE ACT (FMLA) LEAVE General Information Employee Eligibility Quantity of and Allowable Purposes for FMLA Leave Definition
More informationBUSINESS SERVICES FAMILY AND MEDICAL LEAVE CHAPTER 2 Board of Trustees Approval: 8/8/12 POLICY 4.13 Page 1 of 1
CHAPTER 2 Board of Trustees Approval: 8/8/12 POLICY 4.13 Page 1 of 1 I. POLICY Salt Lake Community College will provide employee leave in accordance with the Family and Medical Leave Act of 1993. Provisions
More informationHuman Resource Policy Manual
HS/EHS Policy Council Approval: 3-23-11 Page 1 of 5 1.0 Family and Medical Leave Act (FMLA) Policy Statement It is the policy of TMC, to comply with the Family and Medical Leave Act (FMLA), which entitles
More informationFamily Medical Leave Act (FMLA) Employee Packet. FMLA Introduction and Qualifications. Employee Request Form. Medical Certification Form
Family Medical Leave Act (FMLA) Employee Packet FMLA Introduction and Qualifications Employee Request Form Medical Certification Form Employee Rights and Responsibilities Family Medical Leave Act (FMLA)
More informationPolicies and Procedures SECTION:
Family and Medical Leave PAGE 1 OF 6 PURPOSE The Family and Medical Leave Act of 1993 (FMLA) requires employers with 50 or more employees to allow eligible employees to take up to 12 workweeks of unpaid,
More informationBaltimore County Public Schools
Baltimore County Public Schools Department of Human Resources Office of Employee Benefits, Leaves and Retirement Leave Requirements and Information Sheet Type of Leave: Family Medical Leave Act (FMLA)
More informationThe Board provides family and medical leave for eligible staff members under the following circumstances:
3430.01 - FAMILY & MEDICAL LEAVE OF ABSENCE ("FMLA") Introduction In accordance with Federal and State law, the Board of Education will provide family and medical leave to professional staff. The Board's
More informationLOS ANGELES UNIFIED SCHOOL DISTRICT Policy Bulletin
Policy Bulletin TITLE: NUMBER: ISSUER: Family and Medical Leave Act/California Family Rights Act Policy BUL-1205.2 David Holmquist, General Counsel Office of the General Counsel ROUTING All Employees All
More informationI. General Provisions
FAMILY AND MEDICAL LEAVE POLICY Preamble Wittenberg University ( Wittenberg or the University ), related to the Evangelical Lutheran Church in America, seeks to manifest its Christian commitment and Lutheran
More informationTHE FEDERAL FAMILY & MEDICAL LEAVE ACT OF 1993 (AS REVISED)
ENGLISH If you have any questions about this information, please contact us at the Office of Human Resources at (608) 265-2257 to communicate in English. If you would like to request translation or interpretation
More information3. Duration of Leave A. Employees may take a maximum of twelve (12) workweeks of Family and Medical Leave
, Fair Employment and Housing Act (FEHA), Temporary Family Disability Insurance and Labor Code Section 233- Sick Leave to Attend Family 1. Policy Statement In accordance with employee MOUs and the District
More informationHUMAN RESOURCES POLICY
HUMAN RESOURCES POLICY SUBJECT: Employee Benefits TITLE: Medical/Family Medical Leave Act Leave of Absence/New Jersey Paid Family Leave CATEGORY: Board of Trustees Presidential Functional School/Unit Check
More informationJuly 1, 1997 January 16, 2009 Code Number
Date Effective Revision Date Effective July 1, 1997 January 16, 2009 Code Number HR 9 City Manager Human Resources Responsible Key Business Objective: This policy outlines the procedures for the City of
More informationNotice to Employees Sick, Parental and Family Care (SPF), Military Exigency and Military Caregiver Absences Family & Medical Leave Act AFSCME and PSSU
Notice to Employees Sick, Parental and Family Care (SPF), Military Exigency and s Family & Medical Leave Act AFSCME and PSSU FMLA Information The absence provisions described below are consistent with
More information31.03.05 Family and Medical Leave
31.03.05 Family and Medical Leave February 5, 1997 Revised July 14, 1997 Revised April 23, 1998 Revised May 15, 2002 Revised July 23, 2009 Next Scheduled Review: July 23, 2014 Regulation Statement This
More informationInstructions for Family Care Leave (FCL) of Absence Application New York and New England Bargained for Employees
Instructions for Family Care Leave (FCL) of Absence Application New York and New England Bargained for Employees Please read the Instructions, the Application and the Conditions for Leave completely before
More informationFrequently Asked Questions Family and Medical Leave Act (FMLA)
Frequently Asked Questions Family and Medical Leave Act (FMLA) SECTION 1: THE BASICS OF FMLA 1. What is the FMLA? 2. Is there a similar state law in Iowa? 3. What sorts of situations are covered by the
More informationProcedures for Administering Family and Medical Leave
Procedures for Administering Family and Medical Leave The procedures are based on the provisions of the federal Family and Medical Leave Act (FMLA). The function of the procedures is to provide a general
More informationHow to Successfully Take Maternity Leave. Certified Employees
WILSON COUNTY SCHOOLS Dr. Donna Wright Director of Schools 351 Stumpy Lane, Lebanon TN 37090 Tel : (615) 444-3282 Fax : (615) 449-3858 How to Successfully Take Maternity Leave Certified Employees For leave
More informationFederal vs. Ohio Family and Medical Leave Laws
FMLA OHIO Federal vs. Ohio Family and Medical Leave Laws Employers Covered Employees Eligible Leave Amount FEDERAL ELEMENTS Private employers with 50 or more employees in at least 20 weeks of the current
More informationFAMILY AND MEDICAL LEAVE (FMLA) POLICY AND PROCEDURE
FAMILY AND MEDICAL LEAVE (FMLA) POLICY AND PROCEDURE PURPOSE: The Family and Medical Leave Act of 1993 (FMLA) allows an eligible employee up to 12 weeks of leave in a 12-month period for a qualifying reason(s).
More informationNotice to AFSCME and PSSU Employees Family and Medical Leave Act
Notice to AFSCME and PSSU Employees Family and Medical Leave Act Sick, Parental, and Family Care (SPF), Military Exigency and Military Caregiver FMLA Information The absence provisions described below
More informationHuman Resources & Payroll 4400 University Drive, MS 3C3, Fairfax, Virginia 22030 Phone: 703-993-2600; Fax: 703-993-2601
FMLA Medical Certification Form Medical Certification For Family and Medical Leave under the Family and Medical Leave Act for 1993 TO BE COMPLETED BY THE EMPLOYEE EMPLOYEE NAME G Number G PATIENT NAME
More informationHUMAN RESOURCES MANAGEMENT POLICY FAMILY AND MEDICAL LEAVE. Policy 30
HUMAN RESOURCES MANAGEMENT POLICY FAMILY AND MEDICAL LEAVE Policy 30 NOTE: THE LANGUAGE USED IN THIS DOCUMENT DOES NOT CREATE AN EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE AND THE MEDICAL UNIVERSITY OF SOUTH
More informationFMLA Qualifying Exigency Leave and OFLA Military Family Leave
Salem-Keizer Public Schools Family and Medical Leave Handbook FMLA Qualifying Exigency Leave and OFLA Military Family Leave Please read this statement before proceeding This packet is a summary of Family
More informationUNDERSTANDING FAMILY AND MEDICAL LEAVE (A Primer for Connecticut State Employees) Revised July 2013
UNDERSTANDING FAMILY AND MEDICAL LEAVE (A Primer for Connecticut State Employees) Revised July 2013 The Department of Administrative Services has prepared this brochure to help State of Connecticut employees
More informationEmployers Association of New Jersey HR Law Certification Program 1. Employers Association of NJ HR Law Certificate Program.
Employers Association of NJ HR Law Certificate Program Session Three Laws which must be considered when an employee requests a leave of absence. Job Protection Federal Family and Medical Leave Act - FMLA
More informationFrequently Asked Questions and Answers About the Revisions to the Family and Medical Leave Act
Frequently Asked Questions and Answers About the Revisions to the Family and Medical Leave Act The following are answers to commonly asked questions about the new Family and Medical Leave Act (FMLA) regulations.
More informationUniversity of Massachusetts Amherst PSU/MTA Parental Leave
University of Massachusetts Amherst PSU/MTA Parental Leave PSA/MTA members who become biological, adoptive or foster parents of a child less than five years of age receive, upon request, up to: 26 weeks
More informationDEPARTMENT OF FAIR EMPLOYMENT AND HOUSING
STATE OF CALIFORNIA DEPARTMENT OF FAIR EMPLOYMENT AND HOUSING FAIR EMPLOYMENT & HOUSING COUNCIL CERTIFICATION OF HEALTH CARE PROVIDER (California Family Rights Act (CFRA)) IMPORTANT NOTE: The California
More informationUnderstanding FMLA Employee/Employer Rights and Responsibilities
Understanding FMLA Employee/Employer Rights and Responsibilities By George W. Ports III, SPHR Introduction The Family and Medical Leave Act of 1993 (FMLA) entitles eligible employees to take up to 12 or
More informationFamily Medical Leave Act (FMLA)
Family Medical Leave Act (FMLA) Objectives What is FMLA? Who qualifies for FMLA? What is an FMLA qualifying event? Procedure for Requesting Leave. Paid verses Unpaid Leave. Benefits while on FMLA. What
More informationFMLA AMENDED TO PROVIDE LEAVE TO
EMPLOYEE BENEFITS ALERT February 2008 Issue 126 FMLA AMENDED TO PROVIDE LEAVE TO MILITARY FAMILIES The Family and Medical Leave Act (FMLA) now grants FMLA leave rights in two additional circumstances that
More information1. Serious Health Condition. Serious Health Condition means an illness, injury, impairment, or physical or mental condition that involves:
Policies of the University of North Texas 1.4.21 Family and Medical Leave Chapter 5 Human Resources Policy Statement. The University of North Texas (UNT) observes the federal Family and Medical Leave Act
More informationFMLA 2 4 FMLA 6 FMLA 6 FMLA
FMLA Leave General Information/ Eligibility... Page 2 Requesting FMLA Leave/ Designation of FMLA Leave... Page 4 FMLA Leave to Care for a New Child... Page 6 FMLA Leave and Parental Leave... Page 6 FMLA
More informationFAQ s Family Medical Leaves [FMLA/STD/LOA]
Human Resources 820 N Michigan Ave., Chicago, Illinois 60611 (312) 915-6175 Fax (312) 915-7612 www.luc.edu FAQ s Family Medical Leaves [FMLA/STD/LOA] Frequently Asked Questions: The following is a series
More informationFirst Name Middle Last Date
Human Resource Services Marshall University 207 Old Main, One John Marshall Drive, Huntington, WV 25755 Phone: 304-696-6455, FAX: 304-696-6844, E-mail: human-resources@marshall.edu CERTIFICATION OF HEALTH
More informationFamily and Medical Leave Act (FMLA)
Family and Medical Leave Act (FMLA) FMLA is a federal law designed to balance the needs of employers and employees in circumstances when employees must take medical leave for serious medical conditions.
More informationFMLA: The Leave Process. What happens when an employee is absent from work due to a serious health condition or other qualifying circumstances?
FMLA: The Leave Process What happens when an employee is absent from work due to a serious health condition or other qualifying circumstances? Benefits Leave Advisor Contact Information: Last Names (A-L)
More informationCHAPTER XII LEAVES AND HOLIDAYS
12.01 Vacation A. General Policies CHAPTER XII LEAVES AND HOLIDAYS 1. A regular classified employee, permanent and probationary shall earn vacation at the prescribed rate as part of his/her compensation.
More informationFAMILY AND MEDICAL LEAVE ACT (FMLA) GUIDE
STATE OF MARYLAND LARRY HOGAN GOVERNOR BOYD K. RUTHERFORD LIEUTENANT GOVERNOR FAMILY AND MEDICAL LEAVE ACT (FMLA) GUIDE DEPARTMENT OF BUDGET AND MANAGEMENT DAVID R. BRINKLEY SECRETARY -OFFICE OF PERSONNEL
More informationEMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT
EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT Basic Leave Entitlement FMLA requires covered employers to provide up to 12 weeks of unpaid, jobprotected leave to eligible employees
More informationDanbury Public Schools 63 Beaver Brook Rd. Danbury, CT 06810. 2. Family Member s Name (if different from employee):
1. Employee s Name: 2. Family Member s Name (if different from employee): 3. The attached sheet describes what is meant by a serious health condition under the Family and Medical Leave Act. Does the patient
More informationFREQUENTLY ASKED QUESTIONS CONCERNING FMLA FOR EXECUTIVE BRANCH EMPLOYEES
FREQUENTLY ASKED QUESTIONS CONCERNING FMLA FOR EXECUTIVE BRANCH EMPLOYEES 1. What is the FMLA?... 2 2. Am I entitled to FMLA leave?... 2 3. When can FMLA leave be used?... 3 4. Who is considered a "family
More information3. Q. I have been a transitional employee for nine months. Am I an eligible employee under the FMLA?
JOINT APWU & LISPS FAMILY & MEDICAL LEAVE ACT QUESTIONS & ANSWERS The American Postal Workers Union (APWU) and the United States Postal Service (LISPS) have worked jointly to produce answers to the most
More information1.1 Work Services Corporation recognizes certain designated days throughout the year as paid holidays.
Policy #300 Time, Attendance and Leaves of Absence Purpose Work Services Corporation provides various types of leave for employees covered by a collective bargaining agreement as well as those not covered
More informationCounty of Riverside Human Resources Department
County of Riverside Human Resources Department Family and Medical Leave Act (FMLA) California Family Rights Act (CFRA) California Pregnancy Disability Act (PDL) FREQUENTLY ASKED QUESTIONS Q1: What are
More informationFMLA: FREQUENTLY ASKED QUESTIONS (FAQ) 1/2009
FMLA: FREQUENTLY ASKED QUESTIONS (FAQ) 1/2009 General Leave Processing Who initiates the leave process? What approvals and supporting documentation are needed and by whom? Is the Unit responsible for tracking
More informationLeave from Work to Care for A Family Member
Leave from Work to Care for A Family Member YOUR LEGAL RIGHTS 1. What rights do family/medical leave laws provide? Federal and state law provide certain employees with the right to take an unpaid leave
More informationFamily and Medical Leave General FMLA Q & A
Q1: What is the Family and Medical Leave Act (FMLA)? A: The Family and Medical Leave Act of 1993 is a federal law that provides covered employees with the right to an unpaid leave of absence for up to
More informationFamily & Medical Leave Handbook
Office of Human Resources Employee Benefits Family & Medical Leave Handbook Employee and Employer Rights and Responsibilities under the Family and Medical Leave Act (FMLA) & Oregon Family Leave Act (OFLA)
More informationFamily and Medical Leave Employee Packet A
Family and Medical Leave Employee Packet A Leave for: 1. Serious Health Condition of the Employee or Family Member 2. Parental Leave 3. Sick Child leave Please read this statement before proceeding This
More informationFamily & Medical Leave Request and Medical Certification Form. Part 1: EMPLOYEE INFORMATION (to be completed by employee)
New Jersey's Science & Technology University Part 1: EMPLOYEE INFORMATION (to be completed by employee) Name (Please print) Address: City: State _ Zip Telephone: Home E-Mail: If Family & Medical leave
More informationEL PASO COUNTY DEPARTMENT OF HUMAN RESOURCES. Family and Medical Leave
EL PASO COUNTY DEPARTMENT OF HUMAN RESOURCES Family and Medical Leave Revised Date: El Paso County shall provide eligible employees up to 12 weeks of unpaid leave per year for certain family and medical
More informationHAWAII FAMILY LEAVE LAW (HFLL) FAMILY AND MEDICAL LEAVE ACT (FMLA) COMPARISON CHART
Department of Labor and Industrial Relations Wage Standards Division HAWAII FAMILY LEAVE LAW (HFLL) and the FAMILY AND MEDICAL LEAVE ACT (FMLA) COMPARISON CHART OCTOBER 2013 The attached is intended for
More informationBasic Provisions/Requirements
Basic Provisions/Requirements The FMLA entitles eligible employees of covered employers to take job-protected, unpaid leave for specified family and medical reasons. Eligible employees are entitled to:
More informationPolicy Title OTHER INSURANCE Guide Adopted AUGUST 21, 1989
Policy No. 813 KEYSTONE OAKS SCHOOL DISTRICT Section OPERATIONS Policy Title Guide Adopted AUGUST 21, 1989 Revised MARCH 19, 2001 POLICY NO. 813 1. Purpose Proper School District operation requires that
More informationFamily Medical Leave Act Questions & Answers
Family Medical Leave Act Questions & Answers 1. Introduction Passed in the mid-1990s, the Family Medical Leave Act (FMLA) and Oregon Family Leave Act (OFLA) provide employees with leave from work for their
More informationHUMAN RESOURCES POLICY Fauquier County, Virginia
HUMAN RESOURCES POLICY Fauquier County, Virginia Policy Title: Workers Compensation Effective Date: 05/17/04 36 Supersedes Policy: 09/04/90 I. PURPOSE It is the objective of the Board of Supervisors that
More informationEmployment Law Disclosures
Employment Law Disclosures This document summarizes various federal and state employment law notifications that are required to be made to employees and/or applicants for employment. Federal Equal Employment
More information08.227 Faculty Disability and Family Medical Leave Salary Continuation Policy
08.227 Faculty Disability and Family Medical Leave Salary Continuation Policy Authority: Provost History: Reformatted and revised effective August 1, 2007; Revised: July 1, 2004; Revised: August 21, 2001;
More informationPolicies Policy Information/Details
Page 1 of 18 Sites Divisions Directories Communication Resources Market About Advocate Health Care Policies Policy Information/Details back search help Site/Location Systemwide Policy Number 90.013.010
More information